Bank workers are the mainstay of the care industry, yet HR professionals have struggled for years to define whether they are employees. A recent employment tribunal may have answered the question…

What are bank staff?

The term refers to a pool of people that an employer may call on when they need to cover shifts, holidays or just need extra staff as and when. They are prevalent in the care industry – many nurses and care assistants are on call when they are needed in care homes, hospitals and other health facilities. It is also a form of employment used for industries where work is seasonal.

When workers are classed as bank staff, there is no obligation on the part of the employer to provide regular work, nor is there an obligation for the worker to accept any shift or work if it is offered.

While employees benefit from the ability to get extra staff at short notice, for the bank worker there is none of the security of a permanent position, and none of the protection that is usually offered to employees.

For some bank workers this is perfect – they may only want to work on a very flexible basis, perhaps to work around their partner’s shifts, or around other obligations they have – perhaps caring for their own children or grandchildren, for instance.

However, where a bank worker has been used by one employer on a regular basis, there have been instances where they have taken the employer to a tribunal – arguing that in fact they are actually an ‘employee’ rather than a ‘worker’ and that they should be afforded the same rights.

Little v BMI Chiltern Hospital UKEAT/0021/09

A recent case involved Mr Little, who took the BMI Chiltern Hospital Trust to Employment Appeal Tribunal (EAT). In Mr Little’s case, he had been working regularly for the BMI for various periods over nearly 16 years, working an average of between 20 and 30 hours a week as a bank theatre porter.

Written agreements were in place that confirmed that the work would be on an ‘as and when’ basis, that no work was guaranteed, and that Mr Little was perfectly entitled to refuse any work offered. However, there was a stipulation that if he refused work on four consecutive occasions, or was unavailable to work on four consecutive weeks, he would be removed from the bank.

The unfair dismissal claim resulted when the BMI terminated the arrangement for Mr Little to work on the bank.

However, because only employees can bring a claim for unfair dismissal, a pre hearing review had to be held to decide if he was an employee or not. Thanks to the fact that there was no obligation on the part of either party to provide or accept work, the tribunal decided he was not an employee and his claim failed.

That was not the end of the story – Mr Little appealed the decision, on the basis that each separate period of work for the BMI equated to a separate contract of employment and that during each period, there was mutual obligation.

However, the tribunal decided that while there were separate contracts, these were for freelance services and not employment contracts, so his appeal failed.

So, what does this mean for employers?

While you may think this means that you will never be at risk of bank staff claiming that they should have the rights of an employee, you would be wrong. Each case will still be judged on its own values.

However, HR teams should ensure that the following are in place to ensure that they are in a strong position should they ever find their company facing a tribunal:

Ensure there is a written contract outlining both parties’ obligations.

Ensure you conduct regular reviews of how and when bank staff are employed – ensuring that they are not regularly used for the same role, or same regular hours for instance.

Written confirmation that the bank worker understands there is no mutual obligation.

Ensure there is provision made for shifts to end partway through with no obligation for you to pay for unworked hours.

If you would like to discuss this subject further and how it could help your business, please contact Cecily Lalloo at Embrace HR Limited.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

https://embracehr.co.uk/wp-content/uploads/2019/03/Bank-Workers.jpg23822702Janhttps://embracehr.co.uk/wp-content/uploads/2016/06/embrace-hr-logo.pngJan2019-03-12 19:21:192019-03-12 19:21:19To be or not to be employed: bank workers

What’s the Pay?

About the job

Are you are Support Worker wanting to join a team who look after a lovely 7 year-old boy? He has Cerebral Palsy and associated complex needs. You’ll care for him in his family home in Wallington, SM6.

Are you an experienced Support Worker? Then apply now!

You have some experience but don’t tick all the boxes? Don’t let that put you off. Apply now as training will be provided. What’s more important is your aptitude and your desire to work with our young client with complex needs, and your willingness to learn.

You may be a teaching assistant, physiotherapy student, support worker, carer, or anyone who has a caring nature and finds working in this sector rewarding.

About our Client

Our Client lives at home with his parents, old brother and dog and cats in Wallington, Surrey. He is an active boy who needs help with all aspect of daily living. He enjoys playing games, creative play and being outdoors. He attends a Conductive Education School. One of your roles is to drive him to school in his own adapted vehicle. He enjoys days out and you may be required to accompany him and his family. His therapies need to be implemented regularly and they are intended to be fun and part of his every day activities such as through play and getting ready.

If you are a support worker or know someone who might like this role, read on.

About you as a Support Worker

You will have a fun, energetic personality to keep up with a dynamic young lad. You are sensitive and considerate about working with our client and his family in their home. Your outlook will be positive.

You have worked with children with complex needs, or you would like to do so, but lack experience. You have a full, clean UK drivers licence.

What’s the working time?

weekdays for the school run, pick up from school and after school until around 8 p.m.

weekends 9 a.m. to around 3 p.m.

School holidays 9 a.m. to around 8 p.m.

JOB DESCRIPTION

Main duties and responsibilities of the Support Worker

Work with our client’s mother, case manager and professionals to undertake duties commensurate with the post and as requested by the client’s mother and case manager

Be a professional member of the staff team, supporting colleagues as necessary

Ensure that colleagues are fully informed of recent developments at handover time

Be aware of issues of safeguarding and alert client’s mother to any concerns regarding the client’s safety and wellbeing

Be reliable and punctual; alert the client’s mother, at the earliest possible opportunity, if unable to attend for work in an emergency or in case of illness

Maintain expected high standards of care and report to the others on duty any breaches in professional practice, and/or inform client’s mother

Participate in meetings called by the client’s mother and / or case manager

In conjunction with client’s mother and case manager, be involved in supervision and appraisals to monitor personal and professional development

Ensure individual needs of the child are met, at all times ensuring his safety, and that routines are arranged so that the client’s needs are paramount

Contribute to the planning of a programme of care and treatment to meet the child’s needs

Prepare feedback and reports as required and participate in meetings, e.g. planning meetings and case conferences if appropriate

Ensure client confidentiality at all times in record keeping and discussions concerning client

Ensure dignity and respect and privacy are maintained at all times for his family

Negotiate and agree duties with the client’s mother

Encourage the client to live as full, active and comfortable a life as possible, planning and arranging social and recreational activities within the home and in the local community, taking into account his health and medical condition

Ensure that in planning the client’s mother plays as full a part as possible in the day to day running of his situation

When required, support the family during holiday periods at home and possibly abroad. Ensure travel documents are in order

Offer him stimulation and opportunities for interactive and explorative play, taking into account his medical and health condition

Liaise with external agencies as requested by the client’s mother or case manager in relation to the individual needs of the child (medical professionals, pharmacy, GP, physiotherapist, speech and language therapist, occupational therapists, educational services, etc)

Assist with all aspects of personal care and daily living for him once training has been given

Monitor medical supplies and, if running low, notify the client’s mother so that the stock can be replenished

Assist him with exercises and treatment as instructed by any identified therapist or his mother

Pay particular attention to the monitoring of the health of the child, this could change significantly and rapidly

Maintain patience and calmness at all times and, following guidelines given, act on own initiative to deal with circumstances to the best of your ability. This may, on occasions, necessitate emergency treatment or admission to hospital

Administer medication as prescribed and agreed with the family and keep a written record of all drugs administered as per the Medication Policy

Provide a daily written handover record of input with the child, also to record any changes in her presentation and feedback to family and staff members in the communication book

Provide a high standard of cleanliness, comfort and homeliness at all times

Undertake some household duties as and when necessary relating to the child and the areas he accesses within the home; assist with the cleaning of specific equipment and resources

Work with his family and friends. This may involve the highest degree of sensitivity and insight into family dynamics

Show sensitivity and consideration when working in the client’s home, respecting his family’s personal boundaries and privacy and interacting as appropriate with his sibling

Use your imagination and creativity in finding new interests and activities for and with the client

Act as an empathetic and caring companion to the client.

General Support Worker Duties

Ensure that all duties are carried out to the highest possible standard and that the welfare of the client is paramount at all times.

Demonstrate accountablity for standards of professional practice

In an emergency and in case of illness, be flexible and stand in for other staff members

Comply with relevant legislation and operational guidelines

Undertake any other related duties commensurate with the general level of responsibility of the post of support worker.

Person Specification

Essential Requirements for our Support Workers

No smoking during work hours

Willing to attend training sessions and use new information in your role as Support Worker

Physically fit* to participate in the client’s therapeutic activities as required including moving and handling

Ability to assist sensitively with intimate personal care and support client in developing his own skills and awareness

Cope with a busy family household and work with our client’s family in a sensitive and positive manner

Demonstrate a positive interest and attitude to working with a child with special needs, fostering choice, independence and confidence

Commit to non-discriminatory practice and to social inclusion

Awareness of safeguarding and the rights of young people

Able to use initiative to provide energetic, constructive and creative play activities

Commit to agreed hours, attending work punctually and reliably

Flexible, energetic, fun and lively, and support the client’s and family’s chosen lifestyle and interests

Flexible to vary hours to reflect school and holiday routines, and to attend occasional meetings and supervision

Willing and able to take the client out to places of interest, offering a safe and secure routine

Listen wholeheartedly to assist the client to use his emerging and developing communication skills

Assist with all household tasks and duties as requested by the client’s mother

Willing to work using own initiative but also collaboratively as part of a team

Resourceful, self-motivated and calm in order to deal competently with any challenges that arise when working alone

Follow through on recommendations made by the therapy, medical and school professionals involved with the client

Sound basic education with good written and effective verbal communication skills to facilitate the documentation of accurate records of your work with the client

Commitment to be actively involved in regular supervision, appraisal and personal development

Nanny (Live-out) – Northwood, HA6

We are the HR Department for our Clients. We have a fabulous job for the right person. Our family are looking for a Nanny to care for their children in their own home. You will be employed directly and will report to the parents.

Are you able to work mornings or afternoons during the school term? Or even both?

You will be an experienced, high-energy, fun and enthusiastic Nanny to care for our client’s daughter (age 8) and son (age 12) in their busy and lively family home in Northwood, HA6.

Pay:£12 per hour

Working hours:

Can you work during term time and during school time? We are looking for people to work mornings or afternoons during term time; and hours during the school holidays. You will get to know this lovely family and the children well.

Term time hours: Monday to Friday 7am to 10am and 3.30 to 7pm (32.5 hours per week)

School holidays hours: Monday to Friday 9am to 5pm (40 hours per week)

About the job:

Nanny duties include :

Helping the children get ready for school

Driving the children to and from their schools and after school activities

Preparing meals and snacks

Help with homework, learning and development

Helping organise the children’s school schedules and social activities

Providing a fun, stimulating and engaging environment

Some light housework duties

Ensuring that health and safety regulations are adhered to at all times

About you

A committed, dependable and hard working person who is proactive, fun, energetic and enthusiastic

Knows how to create a balance between work and play and is firm but tolerant

You will hold a full, clean UK driving licence, preferably with your own car

A minimum of 2 years’ Nanny experience

A minimum of a level 3 qualification in childcare

Up to date, clear enhanced DBS; or you will be required to apply for one

Paediatric First Aid training

Good level of written and spoken English

An enhanced DBS certificate is a requirement, criminal convictions may not necessarily prevent employment.

Apply for this Nanny role in Northwood HA6 by quoting Ref: Feb19/LC/01

We all know that a company must have appointed first aiders, but who is taking care of your staff’s mental first aid?

Did you know 57% of UK workers (MIND: Half of workers have experienced poor mental health in current job, 11/09/2018) have experienced some issue with their mental health? And yet, while there is a legal requirement to have a first aider on site in case someone gets hurt at work, there is no such requirement for looking after your staff’s mental health.

However, that could be set to change. Last month, a debate took place in Parliament on legislative change around mental health first aid in the workplace. A cross-party group of MPs backed a motion to introduce legislation that would see mental and physical first aid placed on an equal footing. The move followed a public petition that garnered 200,000 signatures and the backing of 50 UK businesses and 60 MPs.

The problem with mental health issues is that they carry extra challenges – the stigma attached to it, the fear that revealing issues to your employer will put your job at risk, that colleagues and managers will judge you… Little surprise that a survey conducted by Mental Health charity Mind revealed that while half those surveyed had experienced a mental health problem, only half of that number had discussed it with their employer.

Aside from the human cost of ignoring mental health issues in the workplace, there is a financial cost too. According to the Centre for Mental Health Mental ill health costs UK employers £34.9 billion each year (Mental Health at Work: The business cost ten years on, 05/09/2017).

Why you need mental first aiders

If you have trained mental first aiders within your organisation, they will gain a deeper understanding of the issues surrounding mental health and the impact it can have on people.

They will also learn how to spot the signs of those who are struggling and gain the confidence to lead them in the direction of the support they need.

Like physical first aiders, it is not the job of your mental first aiders to ‘cure’ anyone with issues – they are there to spot the signs and point people in the direction of professionals who can help them further.

Mental first aiders can help to empower those who have long-term issues and enable them to thrive in the workplace. They can also help prevent mental health issues arising in the workplace by helping to create a supportive culture.

How to get mental first aiders trained

Mental Health First Aid (MHFA) is an internationally recognised training course. It can teach your staff how to spot the signs and symptoms of mental ill health, offer help and guide them to the appropriate support.

Mental Health First Aiders need to complete a two-day MHFA course. See mhfaengland.org for more details.

If you would like to discuss this subject further and how it could help your business, please contact Cecily Lalloo at Embrace HR Limited.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Update streamlines company checks on future foreign employees and their eligibility to work in the UK…

Employ someone who doesn’t have the right to work in the UK and you could find yourself at the start of a five-year jail sentence, not to mention the unlimited fine that you would have to pay. An employer who takes on someone who they knew or ‘had reasonable cause to believe’ did not have the right to work here is risking a lot – their own freedom and their entire company potentially. So there’s a lot at stake and you need to make sure you make the required checks on any prospective employees, so that you are not liable.

New for 2019

Since April 2018, organisations have been able to use the online right to work checking service provided by the Home Office, and a new update on this comes into effect from 28 January 2019. Previously, it was a three-step checking procedure, which called for organisations to conduct follow-up checks on documents that are time-limited.

From the end of January, it will be possible for Human Resource departments to rely solely on the online service, without having to get documents from the prospective employee UNLESS your employee’s immigration status cannot be checked online.

In order to protect yourself, you must make sure you use the online service for each individual and only take them on once online checks have been completed. You will also be responsible for ensuring that the photo on the online check tallies up with the real-life person – and you must also keep a clear copy of the online check response for the total time the individual is employed – and for two years after that. This copy can be an electronic or hard copy.

If you employ students, you will need to have details of their term dates – and another online check must be done before any time-limitations run out.

When the online check is not enough

There will be cases where the online check cannot be carried out – for instance if there is an outstanding application, appeal, or review with the Home Office. In this instance, you should contact the Employer Checking Service and get a Positive Verification Notice, which will cover six months.

UK Nationals

As of 28 January 2019, if carrying out document checks on UK nationals, you no longer need full birth and adoption certificates. Short-form certificates are sufficient, together with an official document containing their National Insurance number. This is designed to make it easier for checks to be carried out on citizens without a UK passport.

If you would like to discuss this subject further and how it could help your business, please contact Cecily Lalloo at Embrace HR Limited.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

https://embracehr.co.uk/wp-content/uploads/2019/01/air-air-travel-airbus-358319-e1548692721578.jpg267600Janhttps://embracehr.co.uk/wp-content/uploads/2016/06/embrace-hr-logo.pngJan2019-01-28 16:26:132019-01-28 16:26:13Right to work in the UK

We are the HR Department for our Clients. The family are looking for support workers to care for son in their own home – direct employment

We are the HR Department for our Clients and we recruit staff on their behalf. We are not an agency. Our family are looking for a support worker to care for their 19 year-old son in their own home in a direct employment capacity.

Have you worked as a support worker with children or young adults with special needs?

Are you interested in working as a support worker with a young adult with special needs but perhaps lack experience?

Are you flexible with your working hours?

Would you like to work, mainly with another support worker, in a friendly and caring team in Hemel Hempstead?

If YES, keep reading.

About the role

A full-time support worker is needed to complete our care team, to work with L, a 19 year old man who lives with his family. He has Cerebral Palsy and associated complex care needs.

The support worker is required mainly for day shifts, before and after school, weekends, bank holidays and during school holidays.

Your role is to help the family, in Hemel Hempstead, to care for L by undertaking a range of duties, usually working closely with another member of the team to provide the highest standards of care.

L needs help with all activities of daily living and also to enable him to access learning, social and leisure activities.

Our support workers’ place of work is within the family home where they provide assistance in all aspects of personal care including washing, dressing, toileting and feeding. Support workers will assist with implementing therapeutic and leisure activities in the home and in the wider community.

About you

Experience of working with children or young people with complex needs is useful but not essential as full training and support will be provided. More importantly is your aptitude and desire to work with L who is a young man with complex needs.

Our support workers establish a good rapport with L and engage him in activities appropriate to his age and functional abilities. You’ll have a positive outlook and sense of humour. You’ll need to be enthusiastic and motivated, but patient and tolerant. A good communicator who is honest, reliable, punctual and trustworthy is a must. As a support worker you be able and willing to update your existing skills and want to learn new ones.

Working hours

Full time (minimum of 35 hours per week) or part time (various shifts). Cover is required mainly for day shifts, before and after school, weekends, bank holidays and during school holidays.

Pay rates and hours

Want to find out more?

An Enhanced DBS is a must for the support worker role but previous convictions will not necessarily prevent you from being employed. Right to work in the UK is a prerequiste.

Embrace HR Limited is not a recruitment agency, we recruit directly for our clients. No agencies please.

Job Description

The purpose of the job is to support the family to care for their child by undertaking a range of duties to support the child, working closely with other members of the team to provide the highest standards of care.

Our client will require help with all activities of daily living and also to enable him to access learning, social and leisure activities.

Your task will be to promote his wellbeing and support him in implementing the therapy programmes advised by his therapists and teachers. You will have the opportunity to develop your skills whilst contributing to his therapy programme and care regime, working in a friendly and supportive team where full training will be provided

Specific duties

To act as a member of the staff team, supporting other team members as necessary and undertaking duties delegated by our client’s parents or the case manager

Maintaining all aspects of personal care including bathing, washing, dressing, toileting and feeding as the client is totally dependent on support with absolutely all of daily living

Maintaining the client’s general health and welfare

Supporting therapeutic programmes

Supporting postural management programme

To implement appropriate therapeutic and leisure activities in the home and wider community and to offer our client stimulation and opportunities for interactive/constructive activities

Checking and cleaning of equipment

Driving the client’s large adapted vehicle (where appropriate)

Maintaining the client’s safety in all environments

Some cleaning, laundry and other domestic tasks as required by the client will be involved

General

Promote, monitor and maintain health, safety and security in the workplace.

We are the HR Department for our Clients. The family are looking for support workers to care for their daughter in their own home – direct employment

We are looking for female Support Workers* to join our small home care team to care for a 10 year old girl with Cerebral Palsy and associated complex needs in her family home in permanent roles.You will often be working with another Support Worker.A full, clean UK drivers licence is essential and you will drive the client’s adapted vehicle.

She is an exuberant and extremely sociable young girl with a great sense of humour who thoroughly enjoys, playing games, cooking, arts/crafts and pursuing her leisure interests of skiing, sailing, swimming and theme parks.

About you

We are looking for Support Workers who have a fun energetic personality and can keep up with a dynamic young girl. You must be experienced in supporting children with special needs, in particular with a child who has both physical and communication difficulties. You will have a positive outlook and be willing to learn about the child’s particular needs.Support Workers will be punctual and respectful of working in a family home and environment.

*Exemption is claimed under the Equality Act 2010

An enhanced DBS certificate is a requirement, criminal convictions may not necessarily prevent employment.

Please provide your CV when applying

JOB DESCRIPTION AND PERSON SPEC

JOB TITLE: Family Support Worker

IMMEDIATE SUPERVISORS: Parents

PAY: Week days £14 per hour, Weekends and bank holidays £16.00 per hour

SHIFTS: Talk to us if these shifts don’t suit. For the right person …

Weekends and school holidays: 8am to 5pm, 9am to 5pm, 5pm to 9pm and 5pm to 10pm.

Term time: weekdays (Monday to Friday) various shifts between 6.45am to 11am and 2.30pm to 10pm.

MAIN SCOPE OF THE SUPPORT WORKER JOB:

To provide personal care, support and stimulating environment for the client. Undertake tasks as detailed in the care plans. Ensure the highest “quality of life” for the client both in her home and elsewhere.

MAIN DUTIES & RESPONSIBILITIES OF THE SUPPORT WORKER

As a member of staff:

Work with client, professionals and family to undertake duties required in a support worker role and as requested by the client, family and case manager

To be a professional member of the support worker team, supporting colleagues as necessary

To ensure that colleagues are fully informed of recent developments at handover time

Be aware of issues of safeguarding and alert case manager to any concerns regarding the client’s safety and wellbeing

Be reliable and punctual; alert the family, at the earliest possible opportunity, if unable to attend for work in an emergency or in case of illness.

To maintain expected high standards of care and report to the others on duty any breaches in professional practice, and/or inform parents or case manager

Participate in meetings called by the parents and / or case manager

In conjunction with parents and case manager, to be involved in supervision and appraisal to monitor personal and professional development.

Direct work with the client:

To ensure individual needs of the child are met, at all times ensuring her safety, and that routines are arranged so that the client’s needs are paramount.

To contribute to the planning of a programme of care and treatment to meet the child’s needs. To prepare feedback and reports as required and participate in meetings, e.g. planning meetings and case conferences if appropriate.

To ensure client confidentiality at all times in record keeping and discussions concerning client.

To ensure dignity and respect and privacy are maintained at all times for her and her family.

To ensure that all duties will require negotiation and agreement with the parents.

To encourage her to live as full, active and comfortable a life as possible, planning and arranging social and recreational activities within the home and in the local community, taking into account her health and medical condition. To ensure that in such planning the parents play as full a part as possible in the day to day running of the client’s situation.

When required, to support the family during holiday periods at home and possibly abroad; this is negotiable. On occasional days and weekends when parents are away to take responsibility for the sole charge of the child.

To offer her stimulation and opportunities for interactive and explorative play, taking into account her medical and health condition.

To liaise with external agencies as requested by the parents or Case Manager in relation to the individual needs of the child (Medical Professionals, Pharmacy, G.P., Physiotherapist, Speech and Language Therapist, Occupational Therapists, Educational Services, etc.).

To assist with all aspects of personal care and daily living for her once training has been given.

To monitor medical supplies and, if running low, notify the parents so that the stock can be replenished.

To assist her with exercises and treatment as instructed by any identified therapist or her parents.

To have particular regard to the monitoring of the health of the child, this could change significantly and rapidly.

To maintain patience and calmness at all times and, following guidelines given, act on own initiative to deal with circumstances to the best of your ability. This may, on occasions, necessitate emergency treatment or admission to hospital.

Administer any medication prescribed as agreed with the family and keep a written record of all drugs administered as per the Medication Policy.

To provide a daily written handover record of input with the child, also to record any changes in her presentation and feedback to family and staff members in the communication book.

To provide high standards of cleanliness, comfort and homeliness at all times.

To undertake some household duties as and when necessary relating to the child and the areas she accesses within the home; also to assist with the cleaning of specific equipment and resources.

To work with her family and friends. This may involve the highest degree of sensitivity and insight into family dynamics.

Show sensitivity and consideration when working in the client’s home, respecting her family’s personal boundaries and privacy and interacting as appropriate with her siblings.

To be imaginative and creative in finding new interests and activities for and with the client.

To act as an empathetic and caring companion to the client.

GENERAL:

Ensure that all duties are carried out to the highest possible standard and that the welfare of the client is paramount at all times.

To be individually accountable for standards of professional practice.

In an emergency and in case of illness, to be flexible and to stand in for other staff members.

To be open to and willing to obtain additional training to at least HSC Level 2.

Comply with relevant legislation and operational guidelines.

To undertake any other related duties commensurate with the general level of responsibility of the post.

PERSON SPECIFICATION

Essential Requirements:

Be willing not to smoke during your hours of duty.

Excellent references and enhanced DBS

Experience of working with children with special needs, especially a child with complex physical difficulties.

Willing to partake in training sessions and use new information in your role as Support Worker.

Be physically fit to participate in the client’s therapeutic activities.

Be physically able to support moving and handling needs.

Ability to assist sensitively with intimate personal care and support client in developing her own skills and awareness.

Able to cope with a busy family household and work with our client’s family in a sensitive and positive manner, also with her siblings.

Able to demonstrate a positive interest and attitude to working with a child with special needs, fostering choice, independence and confidence.

Commitment to non-discriminatory practice and to social inclusion.

Awareness of safeguarding and the rights of young people.

Able to use initiative to provide energetic, constructive and creative play activities.

Able to commit to agreed hours, attending punctually and reliably.

Able to be flexible, energetic, fun and lively, and support the client’s and family’s chosen lifestyle and interests.

Flexibility to vary hours to reflect college and holiday routines, and to attend occasional meetings and supervision.

Willing and able to take the client out, both at home and abroad, to places of interest, offering a safe and secure routine.

Able to listen wholeheartedly to assist the client to use her emerging and developing communication skills.

Able to assist with all household tasks and duties as requested by the client’s parents

Be able and willing to work using own initiative but also collaboratively as part of a team.

Resourceful, self-motivated and calm in order to deal competently with any challenges that arise when working alone.

Able to follow through on recommendations made by the therapy, medical and school professionals involved with the client.

Sound basis education with good written and effective verbal communication skills to facilitate the documentation of accurate records of your work with the client.

Commitment to be actively involved in regular supervision, appraisal and personal development

It’s not just an old wives’ tale – laughter and keeping happy can be the secret to content and productive staff – it’s the science of Laughology!

Laughology is a training and consulting organisation founded by Stephanie Davies.

Working on the stand-up circuit, she realised that humour could help her survive as she performed on the club circuit (in particular the male-dominated working men’s clubs in the North), and in turn came to the realisation that it could help both individuals and organisations.

With a background in community arts and a master’s degree in psychology, Stephanie studied at the famous Gesundheit! Institute with Hunter Doherty ‘Patch’ Adams – the doctor portrayed by Robin Williams in the film Patch Adams. Stephanie is now one of the UK’s most renowned experts on the science of humour, laughter and happiness.

Built around the psychology of humour, laughter and happiness, Stephanie has taken the Laughology model of learning and development to businesses and schools, with a combination of organisational behaviour change programmes, one-off sessions and workshops.

Now for the science part

Laughter and humour can trigger processes in the brain that make it easier to learn. They lead to the release of neurotransmitters, including dopamine and serotonin, which are capable of heightening emotional response and maximising neurological function.

Think about the last time you went to a workshop or presentation – which bit did you remember the most? Odds-on it was the part where the presenter or instructor used some humour, got the delegates to interact and made you laugh. So, ensuring that any key messages or content you want to be remembered come with a touch of humour is incredibly effective.

A happy workforce

No one can be 100% happy, 100% of the time – it’s just not realistic. But realistic happiness combines a mixture of emotional states and mindsets that lead to positivity, resilience and robust mental health. Confidence, coping skills, positive relationships, support and personal development are the main drivers for this realistic happiness.

According to research, happy people are healthier, more motivated, resilient – and more productive, so for businesses and organisation, promoting happiness among staff is key.

How do they do it?

Laughology has really focused on the science behind happiness and uses that to devise effective methods to help bring realistic happiness into people’s lives.

It’s not about coming into the business and getting everyone belly-laughing and tittering all day long. It’s about ensuring that people have the skills to manage the ups and downs of life – whether at work or in their outside life – the ability to learn from their experiences and to grow and progress through the hard times as well as the good times.

The aim is to help organisations use the psychology of happiness to create a culture of happiness within their business, which allows the staff to build resilience, wellbeing, engagement and productivity.

If you would like to discuss this subject further and how it could help your business, please contact Cecily Lalloo at Embrace HR Limited.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

https://embracehr.co.uk/wp-content/uploads/2018/12/Laughter-e1545481840266.jpeg14173000Janhttps://embracehr.co.uk/wp-content/uploads/2016/06/embrace-hr-logo.pngJan2018-12-21 12:24:192019-02-25 23:22:01Laughter is the best medicine

The Chancellor, Philip Hammond, revealed his Budget 2018 on Monday 29 October – promising it would be a Budget for ‘the strivers, the grafters and carers’.

What are the key points for HR?

Mental health care

Increased spending for health care services should be a boost for employers, with many becoming more aware of the importance of managing staff who are suffering with mental ill health.

If you are looking at your internal processes to ensure support is in place within the workplace, and that external services are accessible for employees, the announcement of a 24-hour mental health crisis hotline will be a great tool.

Minimum Wage increases

Increases to the National Minimum Wage (NMW) and National Living Wage (NLW) will be introduced in April 2019. A reduction in business rates in the Budget should help to balance this out in your own budgets.

The changes are as follows:

National Living Wage for employees aged 25+ – from £7.83 to £8.21 an hour

National Minimum Wage rates:

employees aged 21-24 – from £7.38 to £7.70 an hour

employees aged 18-20 – from £5.90 to £6.15 an hour

employees aged 16-17 – from £4.20 to £4.35 an hour

Apprenticeships

The amount non-levy paying employers have to pay apprentices has been halved. At present, employers pay 10 per cent with the government paying the remaining 90%. This will drop to 5% in April 2019. The apprentice rate is rising from £3.70 to £3.90 an hour.

Self-employment

The IR35 rules are set to be extended to the private sector. These rules make employers responsible for assessing whether workers who are engaged through intermediaries, usually on a self-employed basis, should be taxed as if they were an employee. This change is set to come in in April 2020 – it will only affect to large and medium-sized organisations.

What didn’t happen?

There were rumours that there would be cuts to pension allowances or other moves to reform tax relief but that didn’t happen in this Budget.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.